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SRP’s Workforce Needs Heidi Schaefer.

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Presentation on theme: "SRP’s Workforce Needs Heidi Schaefer."— Presentation transcript:

1 SRP’s Workforce Needs Heidi Schaefer

2 Industry Statistics “The average age of utility craft workers is 50 years old, the highest average for any industry.” Edison Electric Institute Electric Perspectives Magazine September/October 2005 issue “The loss of critical knowledge and the inability to find replacements with utility-specific skills are the two biggest challenges that public power utilities face as a result of the aging workforce.” The American Public Power Association September 2005 “Workforce Planning for Public Power Utilities” 50% of current utility industry workers will be eligible to retire by 2010. CALIBER, ICF Consulting

3 1986 SRP Employees Retirement Eligible

4 1996 SRP Employees Retirement Eligible

5 2006 SRP Employees Retirement Eligible

6 Critical Pipeline Activity

7 Industry Skill Deficiency
Skill Area % Companies Noting Deficiency Selected Occupations Technical Knowledge 56% Power Plant Operators, Electrical Power Line Installers and Repairers Mathematical Ability 54% Electricians Communication Skills First Line Supervisors Mechanical Ability 46% Maintenance and Repair Workers Reasoning Ability - Interpersonal Skills Reading Comprehension 41% Spatial Ability 33% Physical Ability Perceptual Skills 28% Source: Utility Business Education Coalition, Issues Update, Fall 2005

8 SRP needs Jobs Additional skills needed across jobs
Tradesmen (HS, job-specific courses, OJT, experience) Designers (HS + job-specific courses) Highly trained quantitative analysts (BS or higher) Statistician Demand side management engineer Additional skills needed across jobs Bilingualism Applied skills (professionalism, work ethic)

9 What is SRP Doing? Supporting K-12 school Learning grants
Teacher training Supporting Higher Education Partnered with MCCD to Fund High Tech Workforce Study Partner with ASU Programs to attract new talent Apprenticeship programs (12 trades) Rotation programs (6 departments) Programs to develop existing talent Leadership development programs Mentoring Employee Interest Groups

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